What is *Driving Performance Through Learning* by Andy Lancaster about?

*Driving Performance Through Learning* provides a roadmap for aligning employee development with organizational goals through strategic learning initiatives. Andy Lancaster outlines a three-part framework: diagnosing performance gaps, designing agile learning programs using technology and social collaboration, and sustaining long-term results via data-driven adjustments. The book emphasizes practical tools like performance consulting conversations and impact-tracking strategies.

Who should read *Driving Performance Through Learning*?

This book is essential for L&D professionals, HR managers, and business leaders seeking to bridge skill gaps and foster a culture of continuous improvement. It’s also valuable for non-L&D roles involved in organizational change, offering methods to integrate learning into daily workflows and measure ROI.

Is *Driving Performance Through Learning* worth reading?

Yes, particularly for its actionable insights on linking training to tangible business outcomes. Readers praise its blend of theoretical frameworks (like the learning-performance lifecycle) and real-world case studies. Critiques note occasional information overload but highlight its utility for designing modern, agile learning ecosystems.

What are the key concepts in *Driving Performance Through Learning*?

- **Performance consulting**: Diagnosing root causes of workplace challenges before designing solutions. - **Agile learning design**: Leveraging technology and social collaboration for rapid skill development. - **Data-driven impact measurement**: Using metrics to refine programs and demonstrate ROI. - **Self-directed learning**: Empowering employees through the Grow model’s four-stage progression.

How does *Driving Performance Through Learning* address remote work challenges?

Lancaster advocates for hybrid learning strategies, including microlearning and virtual collaboration tools, to engage distributed teams. The book highlights techniques like “nudges” and feedback loops to reinforce skills in digital environments.

What frameworks does Andy Lancaster introduce in the book?

The **Grow model** shifts learners from dependency to self-directed mastery through staged accountability. The **learning-performance lifecycle** (acquire-practice-apply) ensures skills translate to job outcomes. Lancaster also details how to map learning initiatives to business KPIs.

How does *Driving Performance Through Learning* compare to other L&D books?

Unlike theoretical guides, Lancaster’s work focuses on actionable strategies for immediate implementation. It complements titles like *Measure What Matters* by linking L&D metrics to performance, while offering more tactical advice than broader leadership books.

What are common criticisms of *Driving Performance Through Learning*?

Some reviewers note the sheer volume of tools and templates can overwhelm new practitioners. However, most agree the structured approach offsets this by providing adaptable frameworks rather than rigid formulas.

学習によるパフォーマンスの向上

L&Dを活用してパフォーマンス、生産性、利益を向上させる

アンディ・ランカスター

3.92(52 Reviews)

『学習によるパフォーマンスの向上』の概要

アンディ・ランカスターによる、L&D（学習・開発）戦略に革命をもたらす受賞歴のあるガイドで、職場学習を変革しましょう。Business Book Awards 2020で高く評価された本書は、業界のリーダーたちが信頼を寄せる、データ駆動型の実践的なアプローチで従来のモデルに挑戦します。ワークフロー・ラーニングが証明したインパクトを、あなたの組織は無視し続けることができるでしょうか？

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第1章

Introduction: The Changing Landscape of Organizational Learning

As I sit down to write this book, I'm acutely aware of the rapid changes sweeping through the world of work and learning. The traditional models of corporate training are no longer sufficient to meet the needs of today's organizations. In this fast-paced, technology-driven era, learning and development professionals must adapt and evolve to drive real performance improvements. Throughout my career in L&D, I've witnessed firsthand the struggles many organizations face in aligning learning initiatives with business goals. Too often, we fall back on outdated approaches that fail to deliver meaningful results. It's time for a paradigm shift - one that places performance at the heart of learning. In this book, I'll share practical strategies for transforming workplace learning to directly impact organizational performance. We'll explore how to diagnose true business needs, leverage data and technology, facilitate social learning, and create a culture of continuous improvement. My goal is to provide you with an actionable blueprint for driving performance through learning in your organization.

第2章

Part 1: Aligning Learning with Business Strategy

The first step in driving performance is ensuring learning initiatives are tightly aligned with organizational goals and strategy. As L&D professionals, we must move beyond simply delivering training programs to becoming true performance consultants. This requires having meaningful conversations with business leaders to understand their priorities and challenges. We need to ask probing questions like: What are the key performance indicators for the business? Where are the biggest gaps or obstacles to achieving those goals? How can learning interventions directly address those gaps? Only by starting with business needs can we design learning solutions that drive real impact. This may mean moving away from traditional course catalogs and instead creating targeted performance support tools, micro-learning assets, or on-the-job coaching programs. For example, when I worked with a large retail organization, we shifted from generic customer service training to creating short video demos of specific selling techniques tied to key product launches. This allowed us to rapidly upskill the sales team and directly impact revenue targets. The key is to always keep the end goal in mind - improved business performance. Every learning initiative should have a clear line of sight to measurable outcomes that matter to the organization.

聴きながら、すべての言葉を目で追えます

『学習によるパフォーマンスの向上』の一語一語が音声に合わせてリアルタイムでハイライトされ、自然に読み進められます。

第3章

Part 2: Leveraging Data and Technology

In today's digital world, we have access to more data and technology than ever before to enhance learning. Yet many L&D teams struggle to effectively harness these tools. We need to become more data-driven and tech-savvy to maximize our impact. Start by identifying the key metrics that matter for your learning programs. This could include engagement data, assessment scores, on-the-job application rates, or business impact measures. Establish clear dashboards to track these metrics and use the insights to continuously improve your solutions. When it comes to technology, focus on tools that enable learning in the flow of work. This could mean embedding performance support directly into business systems, creating mobile apps for just-in-time access to knowledge, or leveraging AI-powered chatbots to answer employee questions. For instance, I worked with a manufacturing company to create an augmented reality app that provided step-by-step guidance for equipment maintenance procedures. This dramatically reduced errors and improved efficiency compared to traditional training manuals. The goal is to make learning seamless and frictionless, available at the point of need. By leveraging data and technology effectively, we can create more personalized, adaptive learning experiences that drive real behavior change.

第4章

Part 3: Facilitating Social and Collaborative Learning

While technology is important, we can't forget the power of human connection in learning. Some of the most impactful learning happens through social interactions and collaboration with peers. As L&D professionals, we need to create more opportunities for employees to learn from each other. This could involve setting up communities of practice, facilitating peer coaching programs, or using social learning platforms to enable knowledge sharing. I've seen great success with initiatives like "lunch and learn" sessions where employees teach each other new skills, or cross-functional project teams that allow for learning across departments. The key is to create a culture where knowledge sharing is valued and rewarded. We should also leverage the expertise of internal subject matter experts. Rather than always bringing in outside trainers, empower your own employees to create and share content. This not only taps into deep organizational knowledge but also helps engage and motivate your workforce. Remember, learning doesn't just happen in formal training settings. Some of the most valuable insights come from informal conversations and on-the-job experiences. Our role is to facilitate and amplify these social learning opportunities.

『学習によるパフォーマンスの向上』をもっと深く楽しむ

毎日の新しい気づきを10万件以上のレッスンから
言葉をハイライトして音声と同期
ライブラリを保存して、どの端末からでも利用

第5章

Part 4: Embracing Agile and Continuous Learning

In today's fast-changing business environment, we can no longer rely on static, one-off training programs. We need to embrace a more agile, iterative approach to learning that allows for continuous improvement and adaptation. This means moving away from long development cycles for courses and instead creating minimum viable learning products that can be quickly deployed and refined based on feedback. It also requires a shift in mindset from "training completion" to ongoing performance support and reinforcement. For example, instead of a traditional onboarding program, consider creating a series of microlearning modules that new hires can access over their first few months, supplemented by regular check-ins with managers and peers. This allows for a more personalized, adaptive learning journey. We should also encourage a growth mindset and create psychological safety for employees to experiment and learn from mistakes. Celebrate learning moments, not just successes. Create feedback loops that allow for rapid iteration and improvement of learning solutions. By embracing agility and continuous learning, we can ensure our L&D efforts remain relevant and impactful in a constantly evolving business landscape.

第6章

Part 5: Redefining the Role of L&D

As we shift our approach to learning, the role of L&D professionals must also evolve. We need to move beyond being order-takers and course creators to become true performance consultants and learning experience designers. This requires developing new skills like data analysis, design thinking, and performance consulting. We need to be comfortable having strategic conversations with business leaders and translating organizational needs into effective learning solutions. It also means letting go of some traditional L&D responsibilities. Instead of trying to control all learning, we should focus on curating and facilitating access to the best internal and external resources. Our role is to create the conditions for effective learning, not to be the source of all knowledge. This shift may be challenging for some L&D professionals, but it's essential for driving real business impact. By repositioning ourselves as strategic partners focused on performance, we can elevate the value and influence of the L&D function.

聴きながら、すべての言葉を目で追えます

『学習によるパフォーマンスの向上』の一語一語が音声に合わせてリアルタイムでハイライトされ、自然に読み進められます。

第7章

Conclusion: The Future of Learning is Performance-Driven

As we look to the future, it's clear that the most successful organizations will be those that effectively leverage learning to drive performance. By aligning with business strategy, harnessing data and technology, facilitating social learning, embracing agility, and redefining our roles, we can transform workplace learning into a true competitive advantage. The journey won't be easy, but the potential impact is immense. When we get it right, learning becomes seamlessly integrated into the flow of work, directly contributing to individual and organizational success. I hope this book provides you with practical insights and strategies to drive performance through learning in your organization. The future of L&D is bright, but only if we're willing to evolve and focus relentlessly on what matters most - improved business performance. Let's embrace this challenge and lead the way in transforming workplace learning.

★★★★★

『学習によるパフォーマンスの向上』を最後まで読み終えました

100万人以上の学習者に愛用されています

“23日間、毎日使い続けています。今では日課の一部です。”

jayallen

『学習によるパフォーマンスの向上』の主要テーマ

performance consulting
social learning
data-driven development
workflow learning
agile instructional design

『学習によるパフォーマンスの向上』の名言

Every learning initiative should have a clear line of sight to measurable outcomes that matter to the organization.
We need to become more data-driven and tech-savvy to maximize our impact.
Celebrate learning moments, not just successes.
Our role is to create the conditions for effective learning, not to be the source of all knowledge.

『学習によるパフォーマンスの向上』の登場人物

Andy LancasterAuthor and experienced L&D professional

著者について

『Driving Performance Through Learning』の著者であるアンディ・ランカスター（Andy Lancaster）氏は、世界的に認められたL&D（学習・開発）戦略家であり、Reimagine People Developmentの最高学習責任者（CLO）を務めています。

英国人事教育協会（CIPD）のラーニング部門責任者としての経歴を含む数十年の経験を持ち、ランカスター氏はインパクトのある学習戦略の構築、組織文化の変革、そして協調的な学習コミュニティの活性化を専門としています。

職場教育における文献の金字塔である彼の著書では、実践的なフレームワークとエビデンスに基づいた手法を通じて、学習イニシアチブをビジネス成果に結びつける方法を探求しています。また、ランカスター氏は、ピア主導の知識共有環境の育成について詳述した、受賞歴のある著書『Organizational Learning Communities』の著者でもあります。

講演者やポッドキャストのゲストとしても人気が高く、デザインやパフォーマンス・コンサルティングの背景に裏打ちされた、学術的な厳密さと実社会での適用性を融合させています。彼の著作は理論と実践の架け橋として高く評価されており、業界リーダーからの支持を得ているほか、世界中の専門能力開発プログラムに採用されています。

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コロンビア大学卒業生がサンフランシスコで開発

LOVED BY

1,000,000+ curious minds.

4.7

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1M+ learners

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

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108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

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"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

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@Erin, Investment Banking Associate , NYC

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@djmikemoore

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"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

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"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

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@Cashflowbubu

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

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"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

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"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

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"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

BeFreedがウェブ上でどのように話題になっているかをもっと見る

今すぐ学習の旅を始めよう

学習によるパフォーマンスの向上

概要『学習によるパフォーマンスの向上』の概要

1冊の本。さまざまな聴き方。

Introduction: The Changing Landscape of Organizational Learning

Part 1: Aligning Learning with Business Strategy

聴きながら、すべての言葉を目で追えます

Part 2: Leveraging Data and Technology

Part 3: Facilitating Social and Collaborative Learning

『学習によるパフォーマンスの向上』をもっと深く楽しむ

Part 4: Embracing Agile and Continuous Learning

Part 5: Redefining the Role of L&D

聴きながら、すべての言葉を目で追えます

Conclusion: The Future of Learning is Performance-Driven

『学習によるパフォーマンスの向上』を最後まで読み終えました

『学習によるパフォーマンスの向上』の主要テーマ

『学習によるパフォーマンスの向上』の名言

『学習によるパフォーマンスの向上』の登場人物

著者について

学習によるパフォーマンスの向上の要約をダウンロード

他のユーザーのお気に入り

この本に関するよくある質問

What is Driving Performance Through Learning by Andy Lancaster about?

Who should read Driving Performance Through Learning?

Is Driving Performance Through Learning worth reading?

What are the key concepts in Driving Performance Through Learning?

もっと見る

1,000,000+ curious minds.

1,000,000+ curious minds.

1冊の本。さまざまな聴き方。

Introduction: The Changing Landscape of Organizational Learning

Part 1: Aligning Learning with Business Strategy

聴きながら、すべての言葉を目で追えます

Part 2: Leveraging Data and Technology

Part 3: Facilitating Social and Collaborative Learning

『学習によるパフォーマンスの向上』をもっと深く楽しむ

Part 4: Embracing Agile and Continuous Learning

Part 5: Redefining the Role of L&D

聴きながら、すべての言葉を目で追えます

Conclusion: The Future of Learning is Performance-Driven

『学習によるパフォーマンスの向上』を最後まで読み終えました

他のユーザーのお気に入り

もっと見る

『学習によるパフォーマンスの向上』の概要